Agenda Packets - 2020/05/04 - Laserfiche WebLink

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58 C. PARENTAL LEAVE. Leave of absence related to the birth of a child, adoption of a child or placement of a child with the employee for foster care. If an employee qualifies for FMLA Leave and Parental leave, these leaves occur simultaneously. D. MILITARY FAMILY LEAVE: Leave of absence arising out of the fact that a spouse, son, daughter, or parent of an employee is on active duty, or has been notified of an impending call or order to active duty, in the Armed Forces in support of a contingency operation. E. MILITARY CAREGIVER LEAVE: Leave of absence arising out of the fact that a spouse, son, daughter, parent, or next of kin is ill or injured in the line of duty during active duty, An eligible employee who is the spouse, son, daughter, parent, or next of kin (closest blood relative) of a covered military service member who is recovering from a serious illness or injury sustained in the line of duty while on active duty, is entitled Military Caregiver Leave to care for the military service member. The fundamentals of the City's policy regarding these various types of unpaid leaves in accordance with the FMLA are set forth below. Certain circumstances may require special interpretation of the policy or involve application of laws other than the FMLA. As it is impossible to anticipate every circumstance which might arise under the policy, employees are encouraged to contact the Human Resources Department if they believe that the policy description below is applicable in whole or in part to their specific circumstance. C. Eligibility Unless otherwise required by law or indicated below, the combined total of available leave under this policy is 12 weeks in any 12-month period measured backwards from the date an employee initially uses the Family or Medical Leave. Parental leave however, may be allowed up to a maximum of six (6) months at the discretion of the City Administrator. An employee is eligible for Family and Medical Leave if they: • Have been employed by the City of Mounds View for at least 12 months, which need not be 12 consecutive months; and • Have worked a minimum of 1,250 hours within the previous 12-month period. Hours of service are defined as the number of hours actually worked and do not include other paid or unpaid leave taken by the employee during the previous 12- month period. • Parental leave may be available for employees who work less than 1,250 hours pursuant to the Minnesota Parenting Leave Act, which provides for six (6) weeks of unpaid leave for the birth or adoption of a child. D. Insurance Continuation Except where otherwise provided below, the City will continue to make group health insurance available to an eligible employee during an approved FMLA leave. This means the City will continue to pay its portion of the applicable premiums for the employee and